Purpose

This paper aims to explore how practitioners and policymakers of inclusion perceive inclusion at workplace and define the role and behavior of leaders in fostering inclusion and struggles associated with acceptance and implementation of inclusion initiatives at the workplace.

Design/methodology/approach

In total, 20 in-depth semi-structured interviews were taken from diversity and inclusion leads, inclusion consultants and human resources experts. Each interview was transcribed and a technique of inductive content analysis was used. Broad themes and several new items emerged that define organizational inclusion and inclusive leadership.

Findings

The paper provides insights on how inclusion is perceived differently by each individual and even though organizations have policies in place, getting them into practice is yet to be accomplished. The paper finds key leadership behaviors to be practiced to foster and sustain inclusion in the workplace. Struggles and outcomes of inclusion are also discussed in the paper.

Practical implications

The study will facilitate creating awareness in practitioners and academicians who think inclusion is mostly concerned with disabled learners, which is misleading. The paper will help the concerned stakeholders to formulate inclusion policies to encourage healthy employee relations and better the organizational outcomes.

Originality/value

India is known to have a rich diverse culture. The paper explores with empirical evidence how this diversity can be leveraged through inclusion to benefit the organization. It adds to the existing body of knowledge on how inclusion and role of a leader are experienced by the employer and employee in Indian companies which is a niche area of research.

中文翻译：

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探索印度公司的组织包容性和包容性领导力

目的

本文旨在探讨包容性的从业者和政策制定者如何在工作场所感知包容性，并定义领导者在促进包容性以及与在工作场所接受和实施包容性倡议相关的斗争中的角色和行为。

设计/方法/方法

总共从多样性和包容性线索，包容性顾问和人力资源专家那里进行了20次深入的半结构化访谈。每次访谈都被转录，并使用归纳式内容分析技术。出现了广泛的主题和几个新项目，这些项目定义了组织的包容性和包容性领导力。

发现

本文提供了有关每个人如何以不同的方式看待包容性的见解，即使组织已制定政策，但仍需将其付诸实践。本文发现要实践的关键领导行为，以促进和维持工作场所的包容性。本文还讨论了包容性的斗争和结果。

实际影响

该研究将有助于在实践者和院士中提高认识，他们认为包容性主要与残疾学习者有关，这具有误导性。本文将帮助有关利益相关者制定包容政策，以鼓励健康的员工关系并改善组织成果。

创意/价值

众所周知，印度拥有丰富的多元文化。本文以经验证据探索了如何通过包容性来利用这种多样性来使组织受益。它增加了有关印度公司的雇主和雇员如何体验领导者的包容性和角色的现有知识，这是研究的一个利基领域。